Dear colleagues,
As many in the HR community already know, we recently suffered a monumental loss when Professor David P. Lepak passed away on December 7th, 2017. Professor Lepak was an internationally renowned scholar in human resource management and had contributed to the HR community in different ways through his academic work (e.g., research on strategic HRM and strategic human capital), his editorial work (e.g., senior editor in chief of International Journal of Human Resource Management and associate editor of Academy of Management Review), and his service and leadership of the HR Division of AOM.
To recognize and celebrate Professor Lepak's academic contribution to the field of HRM, we call for papers for this special issue of International Journal of Human Resource Management. We have learnt from Professor Lepak that academic research can be seen as a conversation, in which researchers build on each other and in doing so, theoretical and empirical progress can be made. The motivation of this special issue is to build on and extend on his work to move the HRM field forward. The potential manuscripts for this special issue may include but are not limited to the following topics. We welcome both theoretical and empirical articles for this special issue.
• Explore multiple HRM configurations used in organizations as well as the antecedents and consequences of different configurations.
• Theorize and examine the emergence and effect of human capital resources in organizations.
• Explore how strategic human capital and strategic HRM can be combined in order to enhance our understanding of how to manage human capital.
• Provide theoretical and conceptual framework to understand the components of HRM systems and the internal relationships among the components.
• Examine the mediating mechanisms of the relationships between HRM systems and organizational outcomes.
• Identify the boundary conditions of the relationships between HRM systems and organizational outcomes.
• Examine the antecedents of the adoption of HRM systems in organizations.
• Investigate how HRM systems influence outcomes at different levels of analysis.
• Explore how HRM systems change over time and how their effects on employees and organizations evolve over time.
• Investigate the antecedents and consequences of change in the type of HRM systems used by the firm across time.
• Explore why employees have different interpretations of and different reactions to HRM systems used in organizations.
• Explore how employees' attitudes and behaviors in reactions to HRM system used by the firm influences outcomes at different levels.
The submission deadline for this special issue is December 31, 2018. We plan to publish the special issue in January, 2020. For more details, please see the attached call-for-paper proposal. The guest editors of this special issue are happy to answer any questions or discuss initial ideas for papers, and can be contacted directly at the email addresses above.
Thank you and best wishes,
Guest Editors:
Riki Takeuchi (Riki.Takeuchi@utdallas.edu), University of Texas at Dallas
Yaping Gong (mnygong@ust.hk), Hong Kong University of Science and Technology
Corine Boon (C.T.Boon@uva.nl), University of Amsterdam
Kaifeng Jiang (Jiang.1788@osu.edu), The Ohio State University